Maintain a clear employee foundation as your organization grows and changes.
Technology companies often coordinate HR across rapidly changing teams, remote employees and several business systems. Core HR specifies the employee record and effective organization history that those systems can reference. It combines everyday self-service, leave, documents and joining or leaving tasks while keeping recruiting, compensation, performance and payroll with their separate owners.
Review the proposed employment and position before onboarding work begins. Assign the relevant tasks and documents, then confirm required readiness independently. Account provisioning and actual commencement are distinct facts; a requested account or reached calendar date does not prove both.
Propose reporting, department and position changes with explicit effective dates. Check dated capacity and hierarchy consistency before application. Preserve the previous organization so historical reports can explain where people belonged at the chosen cutoff, including later reviewed corrections.
Let people maintain permitted personal details, request leave, review their recorded balance and acknowledge an exact policy version. Protect legal identity and employment decisions from unrestricted edits. A policy update creates a new obligation instead of relabeling an old acknowledgment.
Map each authenticated user to the correct person and current grants. Give task participants only the information needed for their work. Rehire, prehire and post-exit access require explicit scope; a surviving identity-provider account cannot restore general HR permissions by itself.
Internal access changes follow the effective separation. External account revocation, equipment tasks and final-pay notification retain their own required evidence. Unknown provider results remain visible under the original action identity, rather than becoming completed simply because another request was sent.
Turn a planned hire into an evidenced start · Give employees useful self-service · Separate access from employment labels · Resolve offboarding exceptions honestly
Keep reorganizations traceable
Same records, same gates. The configuration changes how the process runs for this team.
| Employee | Effective Date | From Department | From Manager | Separation Class |
|---|---|---|---|---|
| WC | 26 Aug | DPR-110 | DR | Voluntary |
| HE | 01 Sep | DPR-150 | VY | Involuntary |
| AH | 05 Sep | DPR-110 | TH | Retirement |
| FW | 08 Sep | DPR-140 | WV | EndOfContract |
| LL | 22 Aug | DPR-120 | SA | Other |
| XJ | 04 Sep | DPR-120 | ME | Voluntary |
Admin is configured as a role at rollout; the spec has no matrix column for it yet.
Uses the authenticated self-service identity and narrowly assigned tasks; peer directory visibility contains only names, titles and manager relationships. Manager tree access is calculated at request time from applied effective assignments and valid grants. It is cycle-safe, restricted by employer and allowed scope, and does not bypass document/field classification on joins, notifications, exports, snapshots or private-object retrieval. Services have named action scopes and cannot supply a human decision. A grant can reduce/temporarily delegate allowed preparation but cannot invent a role or bypass actual-person conflict checks.
An explicitly granted Manager role operates within the current cycle-safe direct/indirect reporting tree; a Manager pointer alone is not authorization.
Prepares delegated employee work and coordinates documents, tasks and acknowledgments without applying protected lifecycle decisions.
The HR Manager/HRBP domain role owns employee lifecycle, organization, policy and protected HR work within explicit employer/department grants.
Understand your workforce with clear reporting periods, effective history and protected employee information.
Review employee changes, apply them on the right date and preserve the history behind every decision.
Coordinate the practical work around an employee's arrival, move or departure and verify what is complete.
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
Keep employee information current, give people useful self-service and protect their private details.
Keep required employee evidence and policy acknowledgments current, with access matched to the information.
Calculate leave from each person's work pattern and keep requests, approvals and balances in agreement.
Current configured DocumentAssignments and PolicyAssignments missing/pending/expired/revoked/overdue evidence, with exact requirement/version, permitted owner and due date. Waived/superseded/no-longer-applicable obligations remain traceable and do not count as missing current evidence. This measures recordkeeping against configured rules; it is not a legal compliance finding, completed filing or right-to-work certification.
Distinct people with applied Active/OnLeave employment at the exact entity-local cutoff, grouped by effective division/department/location/type and compared with the same cutoff three months earlier. Pending/future/unapplied starts, ended spells and vacant capacity are separate; seat reservations never count as employed people. Frozen OrgChartSnapshots identify full membership/dimensions and late-data successor versions.
Calendar days from each VacancyEpisodes.OpenedAt to the corresponding actual effective FilledAt, by frozen opening/fill department, job family and location. A transferred long-tenured employee fills the vacancy on the assignment date; original hire date is irrelevant. Open/frozen/withdrawn episodes are disclosed separately, with elapsed unresolved duration not mixed into completed averages. This reports seat occupancy, not recruiting funnel time.
Click Start now, then use Proto to configure Core HR for your business. Set up your workflows, import your data and invite your team.
Related questionEmployee records, organization and primary positions, effective employment changes, day-based leave, joining and leaving tasks, documents, policy acknowledgments and HR reporting. It is a focused foundation for everyday HR work, with configured handoffs to adjacent systems.
Related questionPayroll calculation, tax, payment and final-pay approval remain with a separate payroll owner. Core HR can share approved employee changes and track the agreed handoff. An external pay-period calendar may support leave accrual dates without adding payroll processing.
Related questionRecruiting, offers, performance, compensation and learning administration are separate. Core HR starts from the approved hire information and manages the retained employee lifecycle. Position vacancy reporting measures seat occupancy rather than a recruiting funnel.
Related questionEmployees can use permitted self-service fields, maintain eligible own contacts and dependent details, request leave and acknowledge assigned policies. Legal identity, employer, manager, position, status and accepted balances require the appropriate protected HR action. Own document access follows the configured visibility rule.
Related questionOperational information for the current eligible team, such as work contact details, reporting relationships, absence dates and relevant task status. Medical reasons, identity or tax files, home addresses and family information are separately protected. Reassignment or expired access changes what the manager can retrieve.
Related questionYes, the specification preserves dated employment spells and assignments. Future changes do not alter today’s headcount early. Rehire uses the validated person identity with a new spell, retaining the earlier separation and history. Current access is reauthorized rather than copied automatically from the former employment.
Related questionSubmission reserves the calculated daily portions. Approval leaves that reservation in place. Actual use moves the same fraction from pending to taken once; cancellation releases only unused portions. Policies define schedules, accrual, carryover, expiry and any finite advance authority, including cross-year allocations.
Related questionThey provide configured recordkeeping evidence. Requirements, versions, reviewer evidence and expiry determine the recorded status. A copy on file or a missing-evidence report is not a legal eligibility conclusion, completed filing or certification. Sensitive copies and their retention need the appropriate access and policy review.
Related questionThe approved separation takes effect at its boundary, including internal permission changes. Checklist closure separately requires the defined task evidence and actual external outcomes, or an explicitly permitted independent waiver. Sending an account or final-pay request does not prove the provider completed it.
Related questionOrdinary manual work has no per-user fee. Metered machine work, retained data beyond the included allowances, agent execution and model usage follow the rate card. Implementation is separate. See pricing for the complete operation rates, credit packs and model-fee treatment.
Related questionKeep employee information and HR work aligned as teams and assignments change.
Coordinate employee records and local HR policies across your locations.
Keep employee records, leave and joining or leaving work organized across your workforce.
Maintain a clear employee foundation as your organization grows and changes.
